Restrictive Versus Promotive Control and Employee Work Outcomes: The Moderating Role of Locus of Control
研究了管理者两种控制方式（限制性与促进性）对员工工作结果的影响，发现员工的控制点（内控或外控）会调节这些关系。
To fully understand influence as it relates to the workplace, scholars must continue to identify and measure constructs for classifying influence behavior. This study serves to promote Scholl's restrictive versus promotive control distinction and examine the relationships between such methods of influence and several work outcomes (i.e., leader—member exchange theory, commitment, job satisfaction, and turnover intentions). Data were obtained from state government employees (N = 105) located in the southeastern United States, and all hypotheses were assessed via hierarchical moderated multiple regression. Although restrictive and promotive control were related to each of the work outcomes, several relationships were moderated by employee locus of control. Theoretical and practical implications are discussed, and suggestions for future research are provided.